By maintaining a good relationship with the employees, allowing their employees to maintain good work relationships with each other and retaining a peaceful and respectful environment in the work place, managers can gratify relatedness needs of their employees. This stage also focuses on personal relationships as if a person is not having supportive or healthy relations with his family, he might not be motivated enough to work properly. The needs for internal esteem and self-actualization or growth needs at a work place situation would be the ability to develop ones skills, professional career, personal value, achieve self-respect and be creative and productive (cite:blue). Mangers in a company can help their employees confirm these needs by creating a work atmosphere where the employee’s skills are recognized, healthy competition is present, room for personal creativity is allowed, good work is appreciated, advances when
Employees’ growth needs influence how they react to their jobs. Managers must strive to treat all employees fairly, who will in turn believe and be committed to what they do, becoming more trusting, honourable, and loyal, working harder to exceed expectations. According to psychologist Abraham Maslow (1943) hierarchy of needs, individuals have five types of needs. He stated that personal motivational levels shift to the next when individuals begin to fulfil each of these stages. Maslow explains how every individual is particularly motivated by the following needs: 1.
CHAPTER 1 INTRODUCTION Background of the study Job satisfaction has been said to lead to qualitative and quantitative improvement in job performance (Ganguly, 2010). Therefore, it is important for organization to find factor that can lead to job satisfaction. In addition, according to Hasan Ali Al-Zu’bi, (2010), one of the key variables that impact the performance of organization is the employee’s job performance and satisfaction. Job satisfaction can be defined as the feelings of employees whether they like or dislike the different aspect of their job experiences in connection to previous experiences (Mohammad, Mumtazah, Jariah & Aminah, 2013). Meanwhile, Ganguly (2010) stated that job satisfaction involves a collection of numerous attitudes and feelings that refer to psychological disposition of people towards their jobs and how they feel about their work and also influence motivation and interest in work.
Though all needs are important, everyone usually has one or two of the needs that are the most important to them and employees enter the work place with these needs. Employees that have a high need for affiliation value social interaction and cooperative working relationships. Achievement employees value recognition, fulfilling their goals and taking on moderately difficult challenges. Employees that have a high need for power value the ability to influence and control their environment to meet their goals, they seek leadership
It is the quest to reach at ones’ full potential. Unlike lower level needs, this need is never fully satisfied. As one grows, more opportunities for further growth crop up. Very few people overcome the hindrances of their daily life to fulfill lower level needs and reach the level of self actualization. Similarly Maslow’ Need Hierarchy Model has both advantages and limitations.
Now, after going through the qualitative research methods course, discussion in the classroom, going through different literature and based on the new learning, I realized that the theoretical framework for any research is beliefs of the researchers. It could be about the about the nature of reality, the sources of knowledge and how is that knowledge gained. I also learned that these beliefs are interlinked with the research paradigm, methodology, methods and tools for data collection. The different research paradigms / framework are interpretivist/ constructivist, post-positivism, pragmatism and critical inquiry. The approaches include; case study, ethnography, life history, case history, phenomenology, grounded theory etc.
It includes the provision of proper wages, safe environment, and an appropriate climate that enables the employees to develop their maximum potential. When the managers fail to provide or facilitate these needs, the employees may be frustrated. Consequently, their performance may be affected, as well as, job satisfaction and withdrawal from the firm or organization. In reference to the Maslow’s theory of the hierarchy of needs, the threat of layoff and job insecurity may hamper an individual’s strive in attempting to fulfill the higher growth needs. Instead, they may sweat off their blood to get security by forgoing the fulfillment of their other needs.
Disadvantages of Maslow’s Hierarchy of Needs • The problem with Maslow’s Hierarchy of Needs is it cannot be tested empirically which means there is no way to measure accurately how satisfied one level of need must be before the next higher need. • The five-step model is way too simple which means that: • The same service can satisfy several needs at one time • The model is too culture bound which means it lacks validity across different cultures and the assumptions of the hierarchy may be restricted to western cultures because Maslow only studied on small segment of the human population. Also the words safety and esteem have different meanings in cultures around the world. Therefore it is hard for researchers to measure these needs. • Finally the hierarchy fails to take into account individual differences.
Once a person feels a sense of belonging, the need to feel important arises. The need for prestige and personal accomplishment are paramount in feeling self-worth and being valued. In light of this, it is easy to say that the fourth level of Maslow’s hierarchy of needs is esteem. The esteem needs begin to play a role after the three basic needs have be fulfilled. Esteem may be classified as internal or external.
Abstract- Employee satisfaction reflects the internal health and environment for an organization especially for an outsourcing organization since it is perceived that the stress factor of the outsourcing industry leads to unhappy employees which affects the customer service industry. Hence it is of utmost importance to explore the factors that matter the most for the employees to be contented with their present organizations. This study had been conducted across four recognized outsourcing organizations in Delhi-NCR and endeavoured to gain key insights related to employee satisfaction. The study yielded a five factors’ model for employee satisfaction and the role of demographics was also quite evident in explaining employee satisfaction. Reliability